Managing Employment Relations

Managing Employment
Relations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
QUESTION 1..............................................................................................................................3
Advise to OHF regarding the changes that are made by it and evaluation of the impact of them
on the employees and the actions that are required to be taken by the organisation to ensure
legal compliance..........................................................................................................................3
Question 2:..................................................................................................................................4
Question 3...................................................................................................................................7
What are Dino’s legal employment rights? ...............................................................................7
Advise OHF as to whether Mr Khoo has any legal grounds for doing this. .............................8
Question 4...................................................................................................................................8
Advise OHF of what HR policies and strategies should be in place to avoid staff dress code
discrepancies, explain your reasons. ..........................................................................................8
Explain whether Trade Unions have any legal position to negotiate terms with OHF ..............9
Whether OHF can refuse staff joining UNITE. .........................................................................9
What HR strategies would you recommend avoiding future conflict. .......................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Labour laws are the laws that has been formed in order to make employees attain its
rights through various kinds of factors regulation that is connected with it. Such laws develop
tendency to deal with those aspects that helps in protecting employees or labours from getting
exploited in any manner. These laws has been formed with wider scope of employees to be kept
in mind. Nature of such laws are dynamic as they help in enhancing employees rights for making
them deal with situation where they are been deprived of them. Further in this file Organics
health food that is an retailer and has been formed in Covent Gardens. Further in this file various
things relate to employment law and labour law is covered. There are four questions that is given
which consist of certain situations that has to be answered and advice is given to Organics health
food accordingly.
MAIN BODY
QUESTION 1
Advise to OHF regarding the changes that are made by it and evaluation of the impact of them
on the employees and the actions that are required to be taken by the organisation to ensure
legal compliance
OHF which is Organic Health Foods is a retailer which has taken various decisions and the
enterprise has asked the freelancer HR consultant to provide suggestions and advise on the
decisions that are taken during the year. All the main decisions that were taken by the
organisation are as follows:
 One of the decisions was related to maternity leave in which it was decided by the
organisation that it will provide only 1 month paid leave.
 The paternity leaves which will be allowed to the male staff could only be taken as the
annual leaves (Jacoby, 2018).
 The organisation was closed during the march month of year 2020 because of the global
pandemic Covid 19. It was states by the owner that no staff will be paid for the leaves.
All the above mentioned changes resulted in various implications of the business which
are related to staff members as well as the legal issues. The discussion of all of them is as
follows:

According to the laws of UK government the female staff who will be working in an
organisation are allowed to take maternity leaves up to 52 weeks. First 26 weeks of the lea are
called ordinary maternity leave and the rest of the 26 weeks are known as additional maternity
leaves. The earliest time when the leave could be taken by the individuals is 11 weeks before the
child birth. As OHF decided that it will only allow paid leave of one month so it may result in
legal issues for the company because according to legal authorities the female staff is allowed to
take a paid leave for 39 weeks and for rest of the weeks the employee will get 90% of the wage.
As the company has announced that it will only provide paid leave for 1 month which is 4 weeks
so it is not right according to the employment legislation and it may result in legal issues for
business (Hampel, Tracey and Weber, 2020).
Second decision is related to paternity leaves in which the staff can only take these leaves
as annual leaves but according to laws the make staff is allowed to take paternity leaves of 1 to 2
weeks and it is paid. If the company will make changes in this employment legislation, then also
it may result in unsatisfaction of employees as well as legal actions of them.
Third decision is related to not paying salaries to staff which is also illegal because of the
staff members have worked for a company then they have right to get paid for the same.
Employees will get affected due to all the decisions because they will face monetary issues in
future. The entity is advised to interact with all the staff members and then ask for their
suggestions on these decisions so that possibility of legal actions in future could be ignored.
Question 2:
In UK, both employees and employers tends to face turbulent year undertaking the laws
for the suitable changes and court cases that tends to impact the millions of individuals
considering their new regulations for the suitable contractors to the court cases that leads to
impact the suitable rights of workers. As it tends to bring prominent changes which are important
in order to alter the rights of workers and employers regarding the obligations. Moreover, several
self-employed workers tends to concerned with the business in order to find suitable changes
regarding the pay-off working rules which are quite complicated and also impact the outcome as
well. Besides form this, HMRC also tends to confirm that they believe the suitable right in order
to address the fundamental unfairness considering the non-compliance for the existing rules
(Hampel, Tracey and Weber, 2020). For this, they also need to make sure the smooth execution
of customers as they does not need to pay prominent penalties for the errors regarding the payroll